PURPOSE OF JOB:The HR Business Partner is a key connection for Leaders, Managers and Employees supporting employee engagement and leadership through guidance on policy, process and accountability. Working at senior level with the Head of HR and C Suite on workforce planning, talent and succession using people analytics to support decision making.This role will work closely with all team members of the wider HR function (Recruitment and L&D), Payroll and IT to ensure effective organisational change, gain stakeholder management and develop capability across the organisation.
KEY RESPONSIBILITIES
- Supporting and guiding Managers and Leaders in their everyday work, ensuring they are familiar with and follow fair practices to provide employees with a psychologically safe workspace
- Workforce planning, including talent and succession management and working effectively with relevant team members on organisational change
- Help drive positive employee engagement through positive actions, people analytics and action plans. Managing delivery and follow up of Employee Engagement Surveys
- To support, lead or guide disciplinary & performance proceedings in line with the relevant policy
- Assisting with policies to ensure they are maintained in line with legislation and business needs.
- Working closely with GDPR & SOC, Legal and Compliance Teams where required
- Engaging with L&D on leadership capability and support programmes.
- To support the HR Team, encouraging development & growth through shared experiences and guidance.
INDIVIDUAL RESPONSIBILITIES
Talent & Succession
- Working with the Head of HR, C Suite and Leaders to ensure that Talent and Succession planning and management is effective and planned.
- Engaging with the L&D Team on Coaching and leadership support
Absence and Return to Work Engagements
- Offering support and guidance for Managers handling long or short-term multiple absences as appropriate
- Supporting with return-to-work meetings for those who have been on long term leave
- Working with the H&S Officer and HR Officer to create a return-to-work plan for long term absentees or those who have long term medical concerns
Policy & Procedure
- Helping to create policy documents or updating procedures relating to the full life cycle of employment
- Assisting in the documentation of processes and assisting with testing HR System
- Supporting Managers in best practice
- Maintaining policy and process within the bounds of business needs and employment law
Employee Engagement & Feedback
- Supporting the HR Team with annual engagement survey (external Great Place to Work or similar)
- Creating pulse surveys & Engaging with HR and User Groups to build a plan for resolving issues and concerns
Incentives Engagement & Benefits Support
- Working with Directors to drive engagement around our incentive programmes
- Working with the CPO and Head of HR on Benefits programmes alongside Payroll
Disciplinary & Grievance Matters
- Engaging with Manager and Employee for Disciplinary Meetings or supporting the HR Officer in such matters
- Engaging directly with Employees on Grievance Hearings or supporting the HR Officer in such matters
- Facilitating Mediation where required
GDPR & Compliance
- Working with Legal and Compliance on matters that relate to GDPR & Assisting Legal with SAR requests
- Working with the HR Team to ensure that HR Data & Processes comply with Audit requirements
General HR Team Support
- Providing guidance and education to other team members and supporting Head of HR in strategy and direction for the team.
People Analytics
- Supporting organisational change and providing data to support effective business decisions
QUALIFICATIONS, EXPERIENCE, & SKILLS
Educational Qualifications
- English Language & Maths to O Level or above – Essential
- Psychology to A Level or Coaching Experience – Desirable
Professional Qualifications
- CIPD L5 or above (or practical business experience in relevant areas)
- Mediation
Years of Experience
- 5 plus years of commercial experience (Similar industry advantageous) ESSENTIAL
CORE COMPETENCIES & SKILLS
- Excellent communication skills both written and oral – Coaching experience advantageous
- Previous use of Dayforce or similar HRIS essential
- Empathy / Listening Skills
- Strong understanding of business needs and HR policy application
- Experienced in Data Analytics
MEASURES & GOALS
OBJECTIVE MEASURE FREQUENCYCommunication & Engagement Engagement Survey Response Rates & Scores OngoingGuidance & Support of Leaders Coaching, Organisational Change, Talent Planning OngoingData Analytics Regular useable data to support business decisions OngoingWIDER TEAM NETWORKInternal • All Stakeholders and EmployeesExternal • Wellbeing Providers, Employment Law Provider, ACAS, EAP & Engagement Support
WIDER TEAM NETWORK
Internal • All Stakeholders and EmployeesExternal • Wellbeing Providers, Employment Law Provider, ACAS, EAP & Engagement Support
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